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Adapted from Bloomberg BNA's Gender Identity & Sexual Orientation Discrimination in the Workplace.
Respect in the Workplace
Our Policy Against Discrimination and Harassment in the Workplace
[Employer] believes that job applicants and our employees should be treated with dignity and respect by other employees, including their supervisors, and by the representatives of our customers and vendors. We similarly expect our employees to treat the representatives of our customers and vendors with dignity and respect. Simply put, respect in the workplace is a fundamental value of [Employer].
Any form of discrimination or harassment based on an individual's age, ancestry, civil union, domestic partner, or marital status, color, disability, gender identity or expression, genetic information, military service, national origin, nationality, race, religion, sex, sexual orientation, veteran status, or any other characteristic protected by applicable law will not be tolerated and will result in disciplinary action, up to and including unpaid suspension and/or termination of employment. While it is not always easy to define discrimination or harassment with precision, such misconduct does include jokes, slurs, and other uninvited graphic, physical, or verbal conduct by one individual toward another.
For example, sexual harassment includes, but is not limited to, making unwanted sexual advances or comments or unwanted requests for sexual favors where:
• Such conduct has the purpose or effect of interfering with an individual's work performance or creates a hostile, humiliating, intimidating, or offensive working environment;
• Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or
• Submission to such conduct is explicitly, or by implication, made a term or condition of employment.
Examples of inappropriate and therefore prohibited conduct under our policy include:
• Sexually explicit calendars, graffiti, posters, or screen savers
• Abusive language, depictions of sexually explicit behavior, or incidents of indecent exposure
• Sexual epithets, jokes, or stories
• Making biased or stereotypical comments, gestures, or other communications
• Deliberate or repeated use of pronouns (or other descriptions) that are inconsistent with a person's gender identity and expression or otherwise intended to degrade a person
• Sexually degrading or vulgar comments or other communications
• Sexual propositions and intimidation
• Unwelcome physical contact, such as inappropriate touching someone's hair, neck, or shoulder
• Participation in or observation of sexual activity on our premises, while on duty, or via the our computer systems
• Transmitting, showing, or describing pornographic or obscene materials
Harassment can be nonsexual in nature, such as where one employee engages in conduct that is hostile, humiliating, intimidating, or offensive based on any of the protected characteristics set forth above. Examples of inappropriate and therefore prohibit conduct under our policy include:
• Making fun of the way a person walks, talks, or dresses, including imitating an employee's limp or lisp
• Telling “old person” jokes
• Putting a laxative in brownies given to an employee with a learning disability or bowel disorder
• Making comments about not wanting to work with a coworker because of the coworker's actual or perceived gender identity or sexual orientation
• Wearing or displaying hate symbols or derogatory/unwelcoming messages
[Employer] will not honor requests from customers or vendors that would contravene this policy. [Use if applicable: However, [Employer] will comply with applicable government regulations that permit only U.S. citizens to perform certain functions.]
We encourage applicants or employees to immediately report discrimination, harassment, retaliation, or any other inappropriate conduct or behavior to their supervisor, any other member of our management team, their Human Resource Representative, their Compliance Officer, or the Compliance Helpline (888.xxx.yyyy). You should report such conduct or behavior even if you have not directly or indirectly been subjected to it yourself. All reports will be discreetly and promptly investigated by a member of our Human Resource Department, Compliance Department, or management team who is not involved in the alleged incident. The matter will be treated in confidence to the extent possible under the circumstances.
We cannot address incidents of discrimination, harassment, retaliation, or other inappropriate conduct or behavior we are unaware of unless you bring these incidents to our attention. Failure to report inappropriate conduct or behavior limits our ability to take steps to remedy the problem and prevent future occurrences. No one who has acted in good faith will be disciplined or otherwise retaliated against for bringing incidents of misconduct to our attention or for participating in the investigation of such incidents. We will not tolerate discrimination, harassment, or retaliation, and we are committed to complying with all applicable antidiscrimination and antiharassment laws.
We understand that personal relationships may develop in the workplace, and each situation must be considered with respect to the interests of the parties involved and [Employer's] business needs. Ordinarily, employees should not be involved in personal relationships with other employees who are in their chain of command. Accordingly, we reserve the right to modify employees' duties, positions, or reporting relationships.